]]>Family leave has been subject to much scrutiny and debate in recent years. And two current employment trends are putting additional pressure on employers to take a closer look at their current parental leave policies:

Employees want better work-life balance as they seek a higher quality of life.

Unemployment is the lowest its been in almost a decade, putting candidates in the driver’s seat.

While it may not be feasible for every company to offer monetary coverage for employees while they deal with the rigors of welcoming a new life into the world, now is a good time to revisit your current policy to determine if the long-term benefits of increased job satisfaction, employee engagement and retention would offset the costs.

Here are some key factors to consider when evaluating – or developing – your family leave policy.

Stand out from your competition with paid parental leave

In 2016, only 14% of civilian workers had access to paid family leave, according to the National Compensation Survey (NCS), which the federal Bureau of Labor Statistics conducts each year. Unpaid family leave is available to 88% of all civilian workers primarily due to the federal Family and Medical Leave Act (FMLA), which guarantees eligible workers up to 12 weeks of unpaid leave per year.

It is a bit surprising to learn that America is only one of three countries without paid maternity/paternity leave, but it is understandable that paid leave can be cost-prohibitive. But, as Fast Company pointed out, the cost of offering paid leave may ultimately be less than the long-term cost of losing a valued employee to another firm.

Additionally, offering this benefit can potentially boost morale and bolster the company’s standing in the industry, possibly reducing turnover or invigorating recruitment efforts. These are a few reasons cited by Walmart and Starbucks who expanded their parental leave programs earlier this year. Sure, not every company has the wallet of a Walmart or Starbucks, but there can be a happy medium between not offering paid leave at all and creating a fiscally unsustainable plan. The potential long-term benefits of paid leave are worth re-evaluating your current policy.

Fair and inclusive parental leave policies can help employers stand out from the crowd.

Go gender neutral

We no longer live in a society where one parent is the default caretaker and parental leave policies should reflect this progression. Not to mention the potential legal ramifications of gender distinctions within a parental leave policy. According to Hilary Rau and Joan C. Williams with the Center for WorkLife Law, segmenting a parental leave policy between primary and secondary caregivers is liable to engender legal trouble. They go on to say that the rise of the millennial generation in the workforce has also reduced employees’ desire for primary-caregiver leave policies.

Talk about being a competitive differentiator! Monster.com has a list of 15 companies that have great paternity leave policies. Only 15? Dads need to bond with their new child too, not to mention new Moms need lots of help and the in-laws can’t always be there (and do you really want them to be, LOL).

Keep it simple

Another way to ensure equanimity in parental leave is to issue only two kinds: According to Rau and Williams, the first should apply to mothers physically unable to carry out their work because of impending or recently completed childbirth, or any related issues. The second should be a general parental and family leave that all workers can enjoy.

And remember, whatever policy your company offers, make sure it is fair and equitable for the entire organization – hourly, salaried, part-time or full-time, all new parents deserve time to bond with their new baby and adjust to a new life with children.

TECHNOLOGY TIP: PeopleStrategy eHCM simplifies the tracking of FMLA and other types of leave, saving you time and ensuring your company remains compliant. Schedule a demotoday!

]]>https://www.peoplestrategy.com/parental-leave-policies/feed/0https://www.peoplestrategy.com/parental-leave-policies/Productivity tips for HR professionals [Video]http://feedproxy.google.com/~r/peoplestrategyblog/~3/98MjXIXkFqg/
https://www.peoplestrategy.com/productivity-tips-for-hr-video/#respondFri, 11 May 2018 18:44:29 +0000https://www.peoplestrategy.com/?p=5954We all have days where we feel like nothing is crossed of our to-do list. For those days, try these three tips to jump-start your productivity. First, block out tasks on your schedule. What will take 30 minutes? What will take 2 hours? By segmenting your time, you’ll complete your duties without overburdening yourself. Next,..

]]>We all have days where we feel like nothing is crossed of our to-do list. For those days, try these three tips to jump-start your productivity.

First, block out tasks on your schedule. What will take 30 minutes? What will take 2 hours? By segmenting your time, you’ll complete your duties without overburdening yourself.

Next, take a really close look at your work-life balance. For a productive 9-to-5, you need to actually stop at 5. And don’t glue yourself to your desk. When you start to feel sluggish, get up, move around, take a walk in the sunshine – whatever gets your mind off work for a few minutes.

Finally, try the ABC 123 method for prioritizing your tasks. A is for impactful strategic projects, B is for your normal duties and C is for the little things, like organizing your desk. Once you’ve assigned your tasks a letter, give them a number: 1 for immediate deadlines, 2 for flexible deadlines and 3 for no deadlines at all.

And don’t forget HR technology. The right HR solution can be the ultimate productivity aid, helping you maximize your time for strategy and collaboration. Thanks for watching.

For more time-saving tips and other helpful articles, check out our blogpage.

]]>We’ve all heard of first responders – those who are first on the scene of an accident, natural disaster or other emergency. Fewer of us have heard of emotional first responders (EFR), but in today’s high-stress, always connected, on-demand workplace, there is a growing need for companies to provide this type of resource.

Let’s take a look a closer look at emotional first responders and the importance of having one or more in your organization.

Why does your company need an EFR?

Every office can be fertile ground for an intense variety of emotions. Anger, fear, frustration, sadness, jealously, anxiety – these are all common feelings, even at work. Whether these feelings are brought on by happenings inside or outside the office, they are real and can wreak havoc on company culture, engagement and productivity.

Loneliness is another area to which organizational psychologists are increasingly paying attention. Research published by the Harvard Business Review found that professionals in certain industries – including legal, engineering and science – are at greater risk of feeling lonely. Lonely workers are less satisfied with their jobs and have higher rates of turnover, not to mention the personal health impacts of loneliness and limited emotional support.

Who can be an EFR and what do they do?

Emotional first responders are employees who exhibit greater emotional intelligence in the workplace. They respond to the holistic health needs of employees in ways that value both physical and mental wellness. They look out for employees’ emotions, with the goal of supporting a healthy, happy workplace.

EFRs monitor and report on the emotional well-being of employees. They notice when employees are stressed, overwhelmed, anxious or frustrated, then convey that information to management along with helpful suggestions and strategies for addressing these emotions and easing concerns. EFRs are also valuable resources for employees – they make themselves available to actively listen to their concerns and talk through the feelings they’re having.

EFRs can be HR professionals or other individuals designated by your company. What is most important is that EFRs possess great empathy, compassion and communication skills.

In addition to establishing an EFR, companies can explore other ways to better understand and be sensitive to emotions in the workplace. Workers at Ubiquity Retirement + Savings, for example, press one of five emotion buttons in the office lobby that indicate how they feel.

The benefits of having an EFR

For decades, the focus on what makes a good workplace has been based on tangible and measurable KPIs such as a strong revenue, productive employees and substantial market share. But as the push to create a better work-life balance for employees gains momentum, helped by the rise of remote working arrangements, HR professionals and business experts are beginning to explore ways in which they can better support and nurture healthy emotional lives of their employees.

The ultimate result of better mental health within an organization is a greater ability to achieve those KPIs necessary for a business to succeed. In an article on HRZone, Pete Schrock, chief people officer at Legacy Navigator, an estate clean-out and settlement services firm, said that a greater focus on emotions in the workplace, through help from an EFR, can lead to greater employee wellness, job satisfaction, retention and productivity.

Identifying and implementing emotional first responders in your organization doesn’t require significant time or effort and the impact can be incredibly positive and far-reaching. So why not give it a try?

]]>https://www.peoplestrategy.com/benefits-of-emotional-first-responders/feed/0https://www.peoplestrategy.com/benefits-of-emotional-first-responders/4 productivity hacks for HR professionalshttp://feedproxy.google.com/~r/peoplestrategyblog/~3/rGuyfo7drPU/
https://www.peoplestrategy.com/hr-productivity-tips/#commentsThu, 26 Apr 2018 15:59:03 +0000https://www.peoplestrategy.com/?p=5917These four hacks can help you get more control over your to-do list.

]]>There are only so many hours in a day – and hardly ever enough to take care of everything you want to accomplish. In HR, there’s always more work to be done. And the more time spent on routine administrative tasks means less time for bigger-picture, more strategic planning and tasks.

To help you save time and work more efficiently, try these four productivity hacks for HR professionals:

1. Practice time blocking

Some people pride themselves on being great multitaskers, but more and more research shows that the brain just can’t effectively digest information from lots of different sources at once.Instead, try time blocking. As HR Playbook explains, this method involves designating a certain amount of time during your day to focus on one specific task. You can even put the scheduled block on your calendar so other employees know you’re busy. Before you work – and this is key – eliminate all distractions so you can focus fully on the work in front of you. You can also schedule time blocks to match natural changes in your energy levels throughout the day. Maybe some tasks are better suited for first thing in the morning, while others can be tackled after a filling lunch.

2. Prioritize work-life balance

It can be tempting to want to do more, more, more, to always be “on” and reachable by your boss or colleagues, even after hours. But a healthy work-life balance is essential to maximize productivity – without it, you’ll quickly become burned out. Take breaks throughout the day, enjoy your lunch away from your desk, walk around the block in the afternoon to clear your head and then once you’re home, avoid the urge to check your work email.

The ABC 123 method can help you get a handle on your to-do list.

3. Adopt the ABC 123 method

Deciding what to accomplish first on your to-do list can be a daily battle for HR professionals, constantly being torn between regular administrative duties that have to be done versus long-term, strategic projects. ERC recommends the ABC 123 method to figure out how to prioritize tasks.

First, make a list of everything you need to do. Then go through the tasks and label each one with an A, B or C:

A is for strategic projects that have a large impact on the business.

B is for required tasks that have minimal impact on the business.

C for duties that have no impact on daily operations.

Next, assign each task a number for their urgency:

1 for tasks that must be done immediately.

2 for tasks you still have some time to work on or with flexible deadlines.

3 for those tasks that do not have a pressing deadline.

This method helps you get a clearer understanding of the work facing you and helps you craft an effective strategy for tackling it.

4. Automate administration tasks with HR technology

HR technology can automate routine HR tasks, such as payroll and benefits administration, that take away time from working on larger projects, brainstorming strategy or collaborating with colleagues and executive leadership. These are all areas that help make HR a strategic player within your organization, but they can only happen when HR leaders organize their time and tasks effectively.

]]>https://www.peoplestrategy.com/hr-productivity-tips/feed/2https://www.peoplestrategy.com/hr-productivity-tips/Tips for stress-free payroll & year-endhttp://feedproxy.google.com/~r/peoplestrategyblog/~3/jtvSrURjOFI/
https://www.peoplestrategy.com/stress-free-payroll-year-end-tips/#respondMon, 09 Apr 2018 14:51:05 +0000https://www.peoplestrategy.com/?p=5888Yes, tax season is not the most wonderful time of the year, but it doesn't have to be a pain either.

]]>Ah, tax season – it doesn’t exactly have anyone singing “It’s the Most Wonderful Time of the Year,” but payroll taxes and tax-related, year-end forms are critical responsibilities that cannot be ignored or put off until the last minute.

The IRS has increased its scrutiny and penalties for businesses that make mistakes when filing payroll taxes, so it’s crucial your forms are accurately and thoroughly completed.

So while year-end and tax-related tasks are still fresh in your mind, take a moment to reflect on the experience and identify areas of improvement that could make your next tax season less stressful.

Looking back at this year’s payroll tax filing process

Do any of these challenges sound familiar?

Underestimating the time required to file

We can all fancy ourselves tax experts – until it’s time to get down to business. It’s easy to underestimate how much work filing payroll taxes involves. This can lead to last-minute rushes, sidelined responsibilities and a whole lot of stress.

Scrambling to find information

Wouldn’t it be great if all the payroll information and data you needed was stored all in a single place? Unfortunately, most payroll and HR professionals find themselves pulling information from disparate databases, software programs and filing cabinets to find the all figures they need to file.

Realizing you made a mistake

It’s a common scenario: You spend the day filling out tax or other year-end paperwork. You’re sitting down to a quiet dinner when you suddenly realize you made a mistake in one section. It’s not a pleasant feeling, especially when you have to start over or fix your mistakes as the deadline draws closer.

Organizing workflows

Payroll technology helps you organize well ahead of the filing deadlines by breaking the project into small tasks. You can then create a plan and act on it a day at a time without sacrificing the attention required for all your other important HR duties. Payroll management software can also point you in the direction of the information that you need when you need it, thus minimizing the time spent searching for necessary payroll data.

Decreasing chance of errors

IRS penalties are scary stuff, so don’t let avoidable mistakes cost your company. Using payroll technology decreases the chance of errors by removing unnecessary data entry from the filing process. It also reduces the time required to produce necessary forms, such as W2s, 1099s, 1095/1096s, etc. so you minimize the chance of missing a critical deadline.

Reducing costs

There can be hefty administrative costs associated with filing payroll taxes. Make the best use of your resources with payroll software equipped to optimize tax filing and keep costs low.

Tax season is not a fun and pleasant time for anyone, but by moving to an HR solution with built in payroll processing functionality you can reduce stress, improve efficiencies and maybe, just maybe, dread year-end and payroll tax filing times a little less come 2019.

]]>Think you’re deserving of a promotion or raise this year? Don’t wait for someone to come to you; be your #1 advocate and take charge of your HR career!

Here are three actions you can take to get started:

1. Seek out new experiences

We all know how easy it is to fall into the same comfortable daily routine. But that probably won’t get you noticed. To take the next step in your HR career, it’s important to seek out new experiences and challenges.

Often times, we are afraid of taking on projects outside our normal job duties; we worry about spreading ourselves too thin, or worse, failing. However, taking on new responsibilities and forging into the unknown are often stepping stones to career advancement. Steve Cadigan, former vice president of talent at LinkedIn and now a consultant, achieved success in his HR career by working in mergers and acquisitions at Cisco and then in a role at the company’s Singapore office.

“If you really want to get ahead, you have to sit in as many spots as possible and find your expertise,” he said in an interview with SHRM. “It doesn’t matter whether you start out as a recruiter or a generalist, you can learn from any position.”

The worse thing that can happen is you find out a certain aspect of HR isn’t for you, and you move on to your next role with a few new skills in your pocket.

2. Immerse yourself in the industry

To make a strong business case for expanding your HR responsibilities or taking on a new position, you need to show that you’re tapped into what’s going on in the industry. This knowledge gives your manager confidence that you can make well-informed strategic decisions for your company.

It’s time to take charge of your HR career.

Provide context for your day-to-day HR activities by immersing yourself in the goings-on of the industry. Subscribe to HR blogs, newsletters and magazines. Track trends in recruitment, hiring and talent management. Stay abreast of tax, overtime and other legislation that can impact your business. Follow industry conferences and attend webinars and local workshops addressing current HR issues. Learn about new technologyand what systems can improve HR operations and employee engagement within your company.

3. Hone your executive presence

Some people just have it – that commanding, confident air that makes people pay attention and listen. This special quality is called executive presence, and anyone can have it.

According to People Leaders, working on three areas in particular can help you develop your executive presence: appearance, voice and body language. Market yourself by dressing for success and being well groomed every day. Speaking clearly and confidently, and standing with good posture, projects authority.

Don’t sit back and wait for opportunity to arrive at your doorstep. Take charge of your HR career by regularly seeking out new experiences, immersing yourself in the industry and honing your executive presence.

]]>Part of creating a work culture that attracts top talent and keeps employees happy is giving employees a voice – and really listening. HR professionals have a big role to play in making sure employees feel heard, and this is especially true when it comes to benefits.

You may be tempted to make assumptions about the benefits employees want most – health care and retirement planning, for example – but it’s important to take the pulse of your workforce each year to see whether needs have changed. This way, you can better ensure your benefits offerings are on target.

To help you do just that, we’ve listed three “non-traditional,” and increasingly popular, benefits your employees might be interested in now and moving forward.

1. Flexible working arrangements

The rise in popularity of non-traditional working arrangements are leading employees to want more customization in their schedules. In fact, in a recent survey by Fractl, “more flexible hours” was the second most important benefit to job seekers after comprehensive health care coverage.

Allowing employees to work remotely is one option, and there are a slew of sophisticated video conferencing and collaboration tools out there that can make the transition to telecommuting seamless. If the demands of your business make working remotely difficult, you could consider allowing employees to work hours outside of the traditional 9-to-5 schedule.

Just make sure that you’re being equitable with your flexible work benefits. In-office employees may resent your decision-making if some employees are allowed to work remotely full-time and others aren’t. Be sure to offer other options to avoid friction.

Desire for financial wellness programs is growing.

2. Time off for community service

According to a report from CECP, 61 percent of companies offered paid time off volunteer programs in 2016. These programs give employees additional vacation days to be used specifically for volunteering in the local community.

With corporate social responsibility at the top of many people’s lists of what they want in an ideal employer, the rising popularity of this new type of benefit makes sense. However, offering volunteer time off (VTO) can be more meaningful for employees than a company donating money to a charity or sponsoring a local community event, as an article by Great Place to Work for Fortune magazine explained.

“When employees are actively involved in giving back, it can lead to a deeper commitment and connection to the work,” said Elizabeth Stocker, a consultant at Great Place to Work. “It doesn’t surprise me that the sentiment was much higher when people are actually involved in the work, rather than a corporate donation being made.”

As for offering this benefit at your company, Artisan Talent noted that it may be smart to develop a policy around VTO that clarifies which charities or organizations employees can volunteer at to avoid PR issues. You could also have a process for employees to request VTO at organizations of their choice and then receive approval.

3. Financial wellness support

The Society for Human Resource Management has seen a rise in the number of financial wellness programs offered by employers, such as sessions with financial counselors. Nearly half of all employers surveyed offered financial advisory services to employees in 2017. In addition to retirement planning and other financial resources, workers want their employers to provide assistance in areas such as student loan management and daily budgeting.

Consider exploring these three benefits options at your company to keep your benefits package relevant and competitive.

Looking for ways to improve Open Enrollment this year? Check out our video blog, 3 tips to improve open enrollment.

]]>At some point in your career as an HR professional, you will need to have challenging, awkward or uncomfortable conversations with employees. It’s part of the job. Sometimes employees behave inappropriately, do not perform as needed, or butt heads with co-workers. Skilled HR professionals are able to talk to employees about these issues in ways that are clear, direct and productive. While the guidelines below may seem obvious, it never hurts to be reminded of what to do when faced with this unpleasant task. These are also helpful to pass along to managers.

Use discretion

Any conversation you feel could become difficult or tense should be held privately and at a time when you can give the individual your full attention. Have the meeting in your office or a conference room with the door closed. Make sure that any of your colleagues or the employee’s supervisor know that the conversation is confidential and should not be shared with other employees. You don’t want to provide fodder for gossip.

Keep the conversation one-on-one

When you need to have a conversation with an employee because you’ve received complaints about that individual from other workers, make sure you don’t disclose that information in the meeting. The knowledge that other people are complaining about them can make an employee feel awkward, self-conscious and defensive. Address the complaint or unwanted behavior in a more general way.

“Have clear examples of how the behavior conflicts with company policy.”

Focus on the specifics

Difficult work situations often involve highly charged emotions – it’s human nature. It is HR’s responsibility to ensure conversations with all parties remain as focused and productive as possible. You can do this by providing specific, concrete reasons why an employee’s behavior is inappropriate or problematic. Have clear examples of how the behavior conflicts with company policy.

Frame the conversation positively

If you are nervous or uncomfortable going into a meeting with an employee, it can impact your attitude and demeanor during the conversation. Try to look at this as an opportunity to deliver constructive feedback that can improve the employees’ happiness at work and the productivity of the organization.

That being said, don’t be afraid to acknowledge upfront that the conversation may be difficult or uncomfortable. Doing so helps keep the discussion honest and can help prevent the employee from feeling blindsided.

Listen and be empathetic

An employee’s behavior may clearly conflict with company policy or simply appear strange to you and others, but there may be a valid explanation or extenuating circumstances to consider. Give individuals the opportunity to share their point of view or situation and be an active listener while you do. Just feeling heard can help someone be more receptive to constructive feedback..

Create a roadmap and follow up

Present employees with clear, actionable steps they can take to address the issue at hand, and so they fully understand what is expected of them going forward. The Society for Human Resource Management suggests establishing specific goals and a timeline for progress. Provide the employee with documentation of the conversation, the points that were discussed and the expectations for future performance. Also, follow up at regular intervals to ensure the employee is on track with the established progress plan.

No question, conversations about issues with an employee’s behavior or performance can be uncomfortable and emotional. But, when managed the right way, these discussions can be productive and beneficial for both the employee and the organization.

If you are like most organizations, your employees don’t really understand the benefits you offer.

In fact, only 19 percent of employers believe their employees have a high-level understanding of their benefits. That’s why good communication is so important during the open enrollment period.

One way to improve employee communication is to make detailed benefits information easily accessible online. Providing comprehensive benefits information in an online portal is much more convenient and allows them to easily share the information with family members.

Another tip is to listen closely to employee needs. Survey or talk with workers immediately after open enrollment to uncover common areas of concern or confusion, and then adjust your process appropriately.

Third, be sure to translate benefits into real-world impacts. Highlighting specific details like the costs that can be saved or the discounts given on gym memberships or commuting fares can help boost employee engagement with their benefit options.

With good employee communication backed by the right HR tools, everyone benefits.

]]>According to Federal Reserve Board Chairwoman Janet Yellen, the U.S. is near full employment. It’s a candidate-driven market right now, meaning employers have to fight harder to attract top talent. Here are three things you can do to strengthen your recruiting strategy in 2018:

1. Make it easier to apply

In a world inundated with apps, job seekers are no longer tolerating lengthy and cumbersome application processes. Thanks to mobile technology, job searching is becoming more casual, with people able to scroll through job postings anywhere: in line at the supermarket, at a coffee shop or even in bed. Looking for a job has almost taken on the “swipe right” mentality of a dating app, which prompts little surprise that an actual dating app, Bumble, launched BumbleBizz, a job-searching platform.

Make applying for a position at your company easier than ever by enabling applicants to submit their materials from their phones and by introducing other innovative features, like text message reminders for upcoming interviews. Convenient application processes are essential to capturing passive job seekers in a candidate-driven employment market.

Make it easy for job seekers to apply from their smartphones.

2. Enhance branding on recruiting materials

Job seekers are bombarded with content on a daily basis, and your company needs to distinguish itself from the noise. One great way to do this is by strengthening your corporate branding across your application materials. Each element of your process that a job searcher interacts with is a prime opportunity to showcase what makes your company unique. Adjust the language in job postings, the tone of emails, the graphic design of job databases and other elements to better express your organization’s mission, values and culture. The branded experience familiarizes candidates with your company from the get-go and creates a cohesive and positive candidate experience.

3. Get everyone on the same page

With companies competing for top talent, recruiting should not be restricted to the HR department. All stakeholders need to be involved in the process from start to finish. Managers can help identify skills gaps and hiring needs and should have clear and frequent communication with HR, and everyone should be on the same page when it comes to interviews. Repeating questions, seeming unprepared or failing to communicate feedback to managers, team leaders and HR makes a negative impression on candidates that can raise concerns about efficiencies and management styles at the organization. HR should take the lead in this area to coordinate hiring initiatives among all stakeholders.

It’s a competitive hiring landscape out there and your company needs to bring on top talent to continue to succeed. With the tips above, you can improve your recruitment strategy in 2018 and hire the best employees for your business.

Bonus Tip

Automating the administrative aspects of recruiting and hiring helps save valuable time that you can use to strengthen branding, develop a better onboarding program or identify your best hiring sources. PeopleStrategy offers a Talent Acquisition as part of our comprehensive and affordable eHCM Suite. Schedule a demotoday.